主要发现六：大流行使背景调查更具挑战性。
近三分之一 (29%) 的人表示，个人背景筛查所需的时间比以前更长。
8% 的人根本没有进行背景调查，18% 的人表示他们的组织进行这些筛查的人更少。
由于 Covid-19 大流行，近四分之一的人更担心身份盗用。
近三分之一的人说背景调查比 Covid-19 之前花费的时间更长。
受访者表示个别背景屏幕需要更长的时间。这是可以理解的，因为更少的公司和政府雇员定期进入他们的实体办公室，并且一些核实犯罪记录的政府机构被暂时关闭。
根据我们的受访者，背景调查需要更长时间的主要原因是：
政府放缓和关闭 (63%)
政府数据库的可用性较低（61%）
调查问题： 为什么您认为背景调查在您的组织中花费的时间更长？（选择所有符合条件的）
虽然大流行的最初几个月看到许多人失业并急切地寻找新的机会，但从那时起劳动力市场变得更加紧张，人们对为什么会出现这种情况有不同的看法。然而，无论出于何种原因，招聘人员、人力资源和招聘经理的现实都是一场人才争夺战。通常，顶尖人才会接受第一个采取行动的组织的工作。如果背景调查停滞不前，候选人就有可能与其他组织一起前进。
其他与 COVID 相关的并发症会影响背景调查。
在大流行期间，药物筛查也经历了放缓；37% 的受访者表示药物检测进展缓慢。这种放缓的部分原因可能是加工设施关闭并减少了运营时间。
公司还报告了 I-9 验证过程的问题；28% 的人表示就业验证的时间比预期的要长。尽管在大流行期间，一些雇主暂时免除了亲自查看员工文件的要求，但由于办公室关闭和许多员工在家工作，其他雇主正面临挑战。
员工大量外流到偏远环境也带来了额外的挑战；18% 的受访者表示，他们现在可用于执行背景筛选任务的人越来越少。
14% 的受访者表示他们总体上减少了背景调查，这可能是一个冒险的举动。但有趣的是，这些受访者中只有 4% 表示他们做得更少，因为他们现在需要更长的时间。
与大型 (4%) 和中型 (5%) 相比，小型组织 (19%) 更有可能表示他们不进行任何背景调查。与大型 (95%) 和中型 (94%) 组织相比，他们也不太可能 (79%) 进行就业前筛查。
连续背景筛选相对不常见。
尽管当今绝大多数雇主 (90%) 都会进行就业前筛查，但只有 15% 的受访者表示他们的组织会持续监控和筛查员工。
调查问题。您的组织如何进行背景调查？（选择所有符合条件的）
新员工入职第一天后会进行持续的背景调查。它们可以在员工的生命周期中以“设定的时间间隔”发生，也可以随机发生（例如，定期对司机进行药物筛查）。一些传统上连续筛选的行业有员工，他们的工作要求他们与消费者和公众进行更多的互动（例如，医疗保健、安全和交通）。
与性骚扰、歧视和安全相关的其他问题促使其他公司考虑持续筛查（例如，零售商、公立学校系统和制造商）。
数字化劳动力领导者（那些“强烈同意”和“同意”他们的经理正在获得管理远程劳动力的所有工具、技术、教育和培训——包括获得有效和及时的背景调查的人）更有可能进行背景调查比数字劳动力落后。
调查问题： 贵组织如何进行背景调查？（选择所有符合条件的）
数字化劳动力领导者更频繁地使用就业前屏幕。事实上，数字化劳动力落后者说他们根本没有进行背景调查的可能性几乎是其三倍（17% 对 6%）。
显然，有效使用背景调查，尤其是在日益偏远的工作环境中，是顶级公司认识到他们不能忽视的最佳实践。
: The pandemic made background checks more challenging.
Nearly a third (29%) say individual background screenings are taking longer than they did before.
Eight percent are not conducting background checks at all and 18% indicate their organizations have fewer people to conduct those screenings.
Nearly a quarter are more concerned about identity theft due to the Covid-19 pandemic.
Nearly one-third say background checks are taking longer than prior to Covid-19.
Respondents indicate that individual background screens are taking longer. This is understandable given that fewer companies and government employees regularly went into their physical offices and some government agencies verifying criminal records, for example, were temporarily closed.
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The primary reasons for background checks taking longer, according to our respondents, are:
government slowdowns and shutdowns (63%)
government databases are less available (61%)
Survey Question: Why do you think background screening is taking longer in your organization? (select all that apply)
While the early months of the pandemic saw many people out of work and eagerly searching for new opportunities, the labor market has become far tighter since then with varying opinions on why this is the case. Regardless of the reasons, though, the reality for recruiters, HR, and hiring managers is a hot war for talent. Often, top talent accept jobs with the first organization to make a move. If background checks are stagnating, there is the potential for candidates to move forward with other organizations.
Other COVID-related complications impact background checks.
Drug screenings have also experienced slowdowns during the pandemic; 37% of respondents indicate that drug testing is happening more slowly. This slowdown is likely due, in part, to processing facilities closing and reducing hours of operation.
Companies also reported issues with the I-9 verification process; 28% say employment verification is taking longer than expected. While some employers during the pandemic were given temporary exemptions to the requirement to view employee documents in person, others are being challenged due to the closing of offices and many employees working from home.
The mass exodus of employees to remote environments creates additional challenges as well; 18% of respondents indicate that they now have fewer people available to perform background screening tasks.
In what may be a risky move, 14% of our respondents indicate that they are doing fewer background checks overall. Interestingly, though, only 4% of these respondents say they are doing fewer because they now take longer.
Smaller organizations (19%) are more likely than large (4%) and mid-size (5%) to say they don’t do any background screening. They also are less likely (79%) than large (95%) and mid-size (94%) organizations to conduct pre-employment screenings.
Continuous background screening is relatively uncommon.
Although the vast majority of employers today (90%) conduct pre-employment screenings, only 15% of respondents say their organization continuously monitors and screens employees.
Survey Question. How does your organization conduct background screenings? (select all that apply)
Continuous background checks occur after a new hire’s first day on the job. They can occur at “set intervals” during an employee’s life-cycle or randomly (e.g., periodic drug screening for drivers). Some industries that traditionally screen continuously have employees whose work requires them to interact more with consumers and the public (e.g., healthcare, security, and transportation).
Other concerns related to sexual harassment, discrimination, and safety, has prompted other companies to consider continuous screening (e.g., retailers, public school systems, and manufacturers.
Digital workforce leaders (those who “strongly agree” and “agree” that their managers are getting all of the tools, technology, education and training to manage the remote workforce—including access to effective and timely background checks) are far more likely to conduct background checks than digital workforce laggards.
Survey Question: How does your organization conduct background screenings? (select all that apply)
Digital workforce leaders use pre-employment screens more often. In fact, digital workforce laggards are almost three times as likely to say that they do no background screening at all (17% vs. 6%).
Clearly, the effective use of background checks, especially in an increasingly remote work world, is a best practice that top companies recognize they can’t afford to overlook.
